Imagine facing a sudden injury or illness that keeps you off work, cutting your income when you need it most. Hawaii’s Short Term Disability program steps in to provide financial relief, but qualifying isn’t automatic—you must meet specific employment duration and earnings criteria, and your disability must be medically certified. The benefits cover a portion of your wages after a waiting period, yet the details around coverage limits, employer responsibilities, and the claims process can significantly affect what you receive and how quickly.
Key Takeaways
- Hawaii requires employers to provide short-term disability (STD) insurance, either through a state plan or private carrier, covering employees unable to work due to illness or injury.
- Eligibility includes working at least 14 weeks with 20+ hours per week, earning $400 in the past 52 weeks, and having a medical certification of disability.
- Weekly benefits are 58% of average wages, capped at $837 in 2025, starting after a 7-day waiting period and lasting up to 26 weeks per year.
- Employers must either buy TDI insurance or self-insure, verify eligibility, and limit employee payroll deductions to 0.5% of wages or $7.21 weekly in 2025.
- Claims require timely submission of Form TDI-45 within 90 days of disability onset, with a 20-day appeal window for denied claims related to late filing or other reasons.
Eligibility Requirements for Benefits
Although you might’ve varied work histories in Hawaii, to qualify for Short Term Disability (TDI) benefits, you must have completed at least 14 weeks of employment, during which you worked 20 or more hours each week, not necessarily consecutively nor with the same employer, and earned at least $400 in the 52 weeks before your disability began.
Hawaii requires that your disability be certified by a licensed medical provider and must occur within two weeks of job separation if you’re no longer employed. You mustn’t have worked even one day during the claimed disability period to remain eligible.
Certain workers, including federal employees and commission-only agents, are excluded from eligibility under Temporary Disability Insurance (TDI). Your disability must stem from a non-work-related injury or illness to qualify as an eligible employee.
Benefit Amounts and Duration
You’ll receive weekly benefits equal to 58% of your average weekly wages, rounded up to the nearest dollar, with a maximum of $798 in 2024 and $837 in 2025.
These benefits start after a mandatory 7-day waiting period and can continue for up to 26 weeks per year.
Keep in mind, you won’t get TDI benefits if you’re already compensated through other sources like workers’ compensation.
Weekly Benefit Amount
For Temporary Disability Insurance (TDI) in Hawaii, the weekly benefit amount is calculated as 58% of your average weekly wages, rounded up to the nearest dollar.
The maximum weekly benefit for 2024 is capped at $798, increasing to $837 in 2025.
Benefits begin after a mandatory 7-day waiting period, starting on the eighth day of disability.
As an eligible employee, you can receive TDI benefits for up to 26 weeks within a calendar year.
Note that duplicate benefits from other sources like workers’ compensation aren’t allowed under TDI to avoid overlapping payments.
Maximum Benefit Duration
Hawaii’s Temporary Disability Insurance (TDI) program limits benefits to a maximum duration of 26 weeks per calendar year for eligible employees.
After a 7-day waiting period, you begin receiving benefits from the eighth day of disability, paid at 58% of your average weekly wages, capped at $798 per week in 2024 and rising to $837 in 2025.
To qualify, you must have worked at least 14 weeks and earned $400 in the prior 52 weeks.
Claims must be filed within 90 days of disability onset to secure the full maximum benefit duration under Hawaii TDI.
Employer Responsibilities and Compliance
While managing Temporary Disability Insurance (TDI) compliance, employers must either purchase TDI insurance from state-authorized carriers or establish an approved self-insured program, demonstrating financial solvency through annual audited statements, securities, or surety bonds.
You’re responsible for verifying employee eligibility, ensuring employees have worked at least 14 weeks and earned $400 in the past 52 weeks.
Maintain payroll deductions for TDI contributions, capped at 0.5% of wages or $7.21 per week in 2025.
Keep policies updated, provide ongoing education on benefits provisions, and comply strictly with state regulations to fulfill your employer responsibilities under Hawaii’s TDI law.
Funding and Cost of Coverage
Employers hold the flexibility to either cover the entire cost of Temporary Disability Insurance (TDI) or split the cost with employees, with the employee’s share capped at 0.5% of their weekly wages, up to a maximum of $7.21 per week in 2025.
When offering TDI, you must consider these key funding options:
- Employee contributions can’t exceed 50% of the total premium in private plans.
- Employers must cover the remaining balance of the total premium.
- All private plans require approval from an approved insurance carrier via the Hawaii State Disability Compensation Division.
- The state program’s website provides the latest on rates, maximum employee contribution limits, and plan options.
This structure guarantees regulated funding while allowing employer coverage flexibility and employee cost control.
Application and Claims Process
Anyone experiencing a non-work-related disability must promptly notify their employer and request Form TDI-45 to start the claim process.
For Temporary Disability Insurance (TDI) claims, you complete Parts A (your statement), B (employer’s statement), and C (doctor’s certification) of Form TDI-45.
Submit the fully completed form to your employer’s TDI insurance carrier within 90 days of disability onset to maintain eligibility.
Benefits begin after a seven-day waiting period, starting on the eighth day, continuing up to 26 weeks.
If denied, you have 20 days to appeal with supporting evidence to contest the decision, ensuring your claim is thoroughly reviewed.
Appeals and Denials
When your Hawaii Temporary Disability Insurance (TDI) claim is denied, understanding the specific reasons for the denial is critical, as you must clearly state your grounds when appealing.
You have 20 days from the denial notice to file an appeal with detailed supporting evidence, which can include additional medical documentation or clarifications to bolster your case.
The appeal process may result in the denial being overturned, upheld, or the benefits adjusted based on the new information you provide.
Denial Reasons
Claims for Hawaii Temporary Disability Insurance (TDI) benefits are frequently denied for specific reasons that hinge on both eligibility and compliance criteria.
You, as an employee, need to understand these denial reasons to protect your claim:
- Disability is self-inflicted or occurs while committing a crime.
- Working even a single day during the claimed disability period voids eligibility.
- Late filings beyond 90 days without good cause lead to reduced or denied benefits.
- Failure to provide adequate medical documentation or meet eligibility requirements weakens your appeal.
Timely submissions and strong supporting evidence are essential when contesting denials via appeal in Hawaii’s TDI program.
Appeal Process Steps
If you receive a denial notice for your Hawaii Temporary Disability Insurance (TDI) claim, you must file an appeal within 20 calendar days from the mailing date of that notice to preserve your right to contest the decision.
Your appeal should include supporting evidence and documentation that address the reasons your TDI benefits were denied.
Failure to file timely may result in losing the right to appeal.
Claimants often benefit from professional assistance to navigate the appeal process effectively.
Outcomes can vary from reversal of the denial to requests for additional information or upholding the initial decision, impacting your successful outcome.
Family Leave and Legal Coverage Overview
Although the Hawaii Family Leave Law (HFLL) offers up to four weeks of unpaid family leave annually for eligible employees at larger employers, it primarily supplements rather than replaces federal protections like the Family and Medical Leave Act (FMLA).
Here’s what you need to know:
- HFLL applies to employees working for employers with 100+ employees and offers unpaid family leave for birth, adoption, or caring for seriously ill relatives, including siblings and grandchildren.
- You must notify your employer and may need documentation from a medical provider to verify eligibility.
- HFLL leave often runs concurrently with FMLA leave.
- HFLL itself doesn’t guarantee job protection; federal government laws like FMLA might provide that safeguard.
Temporary Disability Insurance is separate from HFLL but relevant for medical leave.
Short Term Disability Laws by State
Click on the state you’re interested in for a complete guide to its short term disability laws, eligibility rules, and benefits. If you notice any errors or missing information, please let us know through our contact page.
| State | Short-Term Disability Status & What Matters |
|---|---|
| Alabama | No state law. Employer/private STD only. Check pre-existing exclusion (often 3–12 months). |
| Alaska | No state law. Employer/private STD only. Keep pay stubs & doctor notes for claims. |
| Arizona | No state law. Employer/private STD only. Paid sick time ≠ STD; use STD for multi-week conditions. |
| Arkansas | No state law. Employer/private STD only. Some employers add voluntary family-leave insurance (separate from STD). |
| California | State-mandated SDI. ~70–90% wage replacement, up to 52 weeks; 7-day waiting. Also Paid Family Leave. |
| Colorado | No STD law. PFML (FAMLI) live since 2024 for your own medical leave. |
| Connecticut | No STD law. CT Paid Leave active for your own serious health condition. |
| Delaware | No STD law. DE Paid Leave benefits start 2026; until then use employer/private STD. |
| Florida | No state law. Employer/private STD typical 40–70% pay, up to ~12 months; strong documentation helps. |
| Georgia | No state law. Employer/private STD only. File within 30–90 days of disability onset. |
| Hawaii | State-mandated TDI. ~58% pay up to 26 weeks; benefits often start day 8; pregnancy covered. |
| Idaho | No state law. Employer/private STD only. Request summary plan description for caps/offsets. |
| Illinois | No state law. Employer/private STD only. State paid leave ≠ STD; buy private STD if needed. |
| Indiana | No state law. Employer/private STD only. Ongoing physician certifications commonly required. |
| Iowa | No state law. Employer/private STD only. Typical elimination period 7–30 days. |
| Kansas | No state law. Employer/private STD only. Watch income caps that reduce benefits for high earners. |
| Kentucky | No state law. Employer/private STD only. Some employers offer voluntary family-leave insurance. |
| Louisiana | No state law. Employer/private STD only. Pregnancy usually covered as medical (not bonding). |
| Maine | No STD law. PFML benefits start 2026; use employer/private STD until then. |
| Maryland | No STD law. PFML benefits targeted 2028; use employer/private STD in the interim. |
| Massachusetts | No STD law. MA PFML active; paid medical leave replaces income for your own condition. |
| Michigan | No state STD. Employer/private STD only. Paid sick time ≠ STD. |
| Minnesota | No STD law. PFML benefits start 2026 for your own serious health condition. |
| Mississippi | No state law. Employer/private STD only. Build a paper trail (diagnoses, restrictions) before filing. |
| Missouri | No state law. Employer/private STD only. Check pre-existing lookback (commonly 3–12 months). |
| Montana | No state law. Employer/private STD only. Schedule provider visits early to meet deadlines. |
| Nebraska | No state law. Employer/private STD only. Coordinate PTO with STD waiting period. |
| Nevada | No state law. Employer/private STD only. State paid leave ≠ STD; use STD for longer disabilities. |
| New Hampshire | No STD law. Voluntary state PFML option via insurers may cover your medical leave. |
| New Jersey | State-mandated TDI (your condition) + FLI (family). Up to 26 weeks; strong wage replacement. |
| New Mexico | No state law. Employer/private STD only. Ask about partial disability for reduced hours. |
| New York | State-mandated DBL (your condition) + PFL (family). DBL typically 50% pay up to 26 weeks. |
| North Carolina | No state STD. Employer/private STD only. Some public programs show fixed caps and 60-day waits. |
| North Dakota | No state law. Employer/private STD only. Check offsets with unemployment/workers’ comp. |
| Ohio | No state law. Employer/private STD only. File promptly (often within 30–90 days). |
| Oklahoma | No state law. Employer/private STD only. Teacher maternity pay may exist but is not STD. |
| Oregon | No STD law. Paid Leave Oregon active; paid medical leave up to 12 weeks (14 in some pregnancy cases). |
| Pennsylvania | No state law. Employer/private STD only. Ask if recurrent disability avoids a new waiting period. |
| Rhode Island | State-mandated TDI (your condition) + TCI (family). Up to 30 weeks; formula-based benefit. |
| South Carolina | No state law. Employer/private STD only. Some employers add voluntary family-leave insurance. |
| South Dakota | No state law. Employer/private STD only. Elective procedures often excluded—check policy. |
| Tennessee | No state law. Employer/private STD only. Voluntary employer family-leave coverage is separate from STD. |
| Texas | No state law. Employer/private STD only. Voluntary employer family-leave insurance may exist; not STD. |
| Utah | No state law. Employer/private STD only. Self-employed should consider individual STD policies. |
| Vermont | No STD law. State runs voluntary PFML via private carrier; may cover medical leave. |
| Virginia | No STD law. Voluntary PFML insurance available to employers; STD still optional. |
| Washington | No STD law. WA PFML active; paid medical leave covers your own condition. |
| West Virginia | No state law. Employer/private STD only. Keep detailed work-restriction notes for claims. |
| Wisconsin | No state law. Employer/private STD only. Typical 50–75% pay for 4–26 weeks varies by plan. |
| Wyoming | No state law. Employer/private STD only. Confirm FMLA job protection alongside STD. |
Frequently Asked Questions
How Do You Qualify for Short-Term Disability in Hawaii?
You qualify for short-term disability in Hawaii by meeting eligibility requirements: at least 14 weeks of employment with 20+ hours weekly and $400 earned, providing medical documentation for job-related injuries, pregnancy complications, or mental health issues, following the application process under disability insurance policies, and ensuring claim approval within benefit duration limits.
What Qualifies for Disability in Hawaii?
You qualify for disability benefits in Hawaii if a non-work-related illness, injury, or mental health condition prevents you from working, supported by medical documentation, meeting eligibility requirements, and filing a claim within the state regulations’ waiting period. Income replacement depends on your average wages, with personal injury and mental health covered under these state rules.
What to Say to Qualify for Short-Term Disability?
To qualify, clearly explain your inability to work due to a non-work-related injury or illness, supported by licensed medical documentation. Follow eligibility criteria, complete the application process promptly, meet employer requirements, file your claim within 90 days, understand benefit duration, avoid common misconceptions, prepare for the appeal process, and incorporate financial planning.
Does Hawaii Have Paid FMLA?
Paid family medical leave in Hawaii is a mirage—you won’t find a state program offering paid leave. You get job protection under FMLA and HFLL if you meet eligibility criteria, but financial support requires employer policies or accrued leave. Applications need medical certification and meeting work tenure and employer size thresholds, but paid leave itself isn’t provided by the state.
Conclusion
You should know that Hawaii’s short-term disability benefits cover 58% of your average weekly wages, with a maximum of $837 per week in 2025, reflecting an increase from $798 in 2024. This benefit helps maintain income during recovery after a 7-day waiting period. Employers share in funding, limiting employee contributions to 0.5% of wages, capped at $7.21 weekly. This balance between employee protection and employer cost underscores the program’s sustainability and accessibility.
